Tools

MBTI 
The purpose of the Myers-Briggs Type Indicator (MBTI) personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in the behaviour is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment.
In developing the Myers-Briggs Type Indicator [instrument], the aim of Isabel Briggs Myers, and her mother, Katharine Briggs, was to make the insights of type theory accessible to individuals and groups. They addressed the two related goals in the developments and application of the MBTI instrument:
The identification of basic preferences of each of the four dichotomies specified or implicit in Jung’s theory.The identification and description of the 16 distinctive personality types that result from the interactions among the personality preferences.

The Character Matrix
Without question your character, good or bad, will drive your influence and determine the course of your future impact. The Character Matrix demands taking a second look at what you’ve always thought your character to be. The Character Matrix assessment is based on the book Uprising: A Revolution of the Soul – Erwin McManus (founder of Awaken Humanity and Culture Architect of Mosaic Los Angeles).

Johari Window 
The Johari Window is a tool used to map our own personality visibility. By describing yourself from a fixed list of adjectives (55 in total), then asking your friends and colleagues to describe you from the same list (by choosing the top 5 or 6 adjectives they think best describe you), a grid of overlap and difference can be built up.

Uncovering Your Talents 
Research proves that the best way to develop people, and net the greatest return on investment, is to identify the ways in which they most naturally think, feel, and behave as unique individuals, then build upon those talents to create strength, the ability to provide consistent, near-perfect performance in a specific task.

We use a talent assessment instrument that is built upon three primary discoveries that resulted from decades of research of successful human beings. Skills can be learned, and knowledge can be obtained. However, talent (the key to strength and peak performance) must exist naturally within a person. A talent is a naturally recurring pattern of thought, feeling, or behaviour that can be productively applied. They are spontaneous, top-of-mind, perhaps even subconscious, reactions to situations. Talents are what one does well “without even thinking about it.” They are innate, non-teachable.

Knowledge and skills, on the other hand, are teachable and learnable. Knowledge may be purely factual knowledge. Or it may be how you make sense of what you know – your understanding. Skills are the capacity to perform the fundamental steps of an activity. They may include the “how to’s” of a job. Both knowledge and skills are critical to the development of strength, which is the ability to provide consistent, near-perfect performance in a given activity. The key to building a strength is to identify your dominant themes of talent, then refine them with knowledge and skills. The best in a role deliver the same outcomes, but use different behaviours.

Weakness-fixing prevents failure. Strengths-building leads to success.